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The competing conflict management style is an approach to problem solving that is very high on the assertiveness scale and low on the cooperation scale It will help you get your way and keep your construction project moving, but it does have its downside
If you happen to work with someone who uses the competing style when handling conflict and would like to foster a more mutually beneficial approach in which your viewpoint is considered, it might be helpful to take the following steps:
Though conflict is a normal and natural part of any workplace, it can lead to absenteeism, lost productivity, and mental health issues. At the same time, conflict can be a motivator that generates new ideas and innovation as well as leads to increased flexibility and a better understanding of working relationships. However, conflict needs to be effectively managed in order to contribute to the success of organizations.
The competing conflict style is high on assertiveness and low on cooperativeness. If you adopt the competing conflict style in the workplace, you are focused on having your point of view heard, truly believing it is correct, and are unwilling to budge.
Understanding how you approach conflict is the first step in becoming better equipped to resolve a dispute at work when it arises. Take this quick quiz to uncover your conflict management style, and then read the short guide to understand how you respond to conflict, the positive aspects, and areas that may be holding you back.Take it one step further and share the quiz with your colleagues to gain a deeper understanding of how each of you responds to conflict.
You may avoid conflict in the workplace like the plague, but sometimes, it can creep up on you with customers or other employees. That's when you must decide how you want to approach the conflict. Learning about conflict management and how to handle upset customers is especially vital to an employee working in customer success.
Conflict management is the process of handling disputes and disagreements between two or multiple parties. The goal of this system is to minimize the negative factors that are influencing the conflict and encourage all participants to come to an agreement. Successful conflict management results in a mutually beneficial outcome that's agreed upon by each party.
It may influence you to choose one strategy over another based on how much you value the person with whom you have a conflict or the issue over which you are conflicted. It may not seem worth it to continue a long-term conflict if you're worried about ruining your relationship with someone, but it also may make your relationship stronger to come to a consensus.
In addition, you can judge the importance of the conflict based on how close to home the issue sits. Perhaps it's a matter of your morals or personal values, in which case it may be essential for you to prolong the conflict. If the issue is of little significance to you, though, it may be easier to let it go.
You should be prepared for the consequences of partaking in the conflict. Especially in a professional environment, there could be serious consequences for continuing a conflict with a higher-up. However, as long as you know the potential risks, you can decide whether or not to prolong the conflict.
You may feel consequences if you don't enter the conflict. Perhaps, those will be personal, moral consequences for not standing up for your beliefs. Or, maybe, a wrong decision is made and executed because you didn't bring in a conflicting perspective. Regardless, give yourself a clear overview of all the positive and negative consequences beforehand.
By entering a conflict with a firm stance, you are preparing yourself for what could be a long-term ordeal requiring research, presentations, conversations, and stress. Before diving in, ensure that you have the time in your schedule to dedicate yourself to the conflict.
An avoiding style completely evades the conflict. You would neither pursue your beliefs nor those of the other people involved. Simply, you would continuously postpone or completely dodge the conflict whenever it comes up.
This style could be appropriate to use when the conflict seems trivial, you don't have the time, you need more time to think, you feel as though you have no chance of winning, or you're afraid of being met with resentment.
This style could be appropriate when you have to stand up for your rights or morals, need to make a quick decision and force others to get on board, need to end a long-term conflict, or have to prevent a terrible, opposing decision from being made.
Every conflict is different, and there isn't a one-size-fits-all approach to solving each one. Each style has strengths and weaknesses that make it effective depending on the conflict. Take a look at these five examples that outline how these conflict resolution styles can be used in real-life situations.
Whenever a customer claims your product or feature is broken and you know it isn't, the best conflict management approach is avoidance. If your product isn't broken, then there's no need to waste time arguing with the customer over whether or not they completed specific troubleshooting steps.
The best resolutions to conflicts are the ones where both parties benefit without having to give up anything else in return. These situations are ideal for building customer loyalty but can be difficult to create and recognize. When your company finds opportunities to collaborate with your customers, it's important to capitalize on them and develop mutually beneficial relationships.
Some customers have a goal in mind and won't stop until they achieve it, regardless of the consequences. While this mindset sounds great for running a business, it can create serious conflicts in other environments.
This is a conflict where competing with the customer is the best course of action. The customer is not only causing a distraction to your business but is creating an atmosphere that makes other customers feel threatened. No matter how much money this customer spends at your business, it will always be worth confronting them because it shows other customers that you value their business.
In the next section, we've outlined which conflict management style will bring you the most success based on your personality type. If you feel you've already got a good grasp of these management styles, you can put your skills to the test with these conflict resolution tips.
Introduction to Type and Conflict by Damian Killen and Danica Murphy uncovers the conflict management styles associated with each of the 16 personality types in the Myers-Briggs Type Indicator (MBTI) assessment.
Their theory states that the last two letters of someone's Type are the strongest indicators of their conflict management strategy. The third letter determines how you make decisions: by Thinking (T) or Feeling (F). The fourth letter determines how you approach the outside world: by Judging (J) or Perceiving (P).
Those who are prone to Judging make decisions based on agreed-upon standards, take the necessary time to efficiently problem-solve, have a clear idea of the outcome, decide when to review, and don't like to bring up conflict again once it's solved.
If you are a TJ, you handle conflict logically and attempt to reach a solution sooner rather than later. However, you may not take the time to listen to everyone's opinions and might rush into an unstable solution. This might also mean that you consider the emotions involved in the conflict distracting and choose to ignore them.
Since you are so firm in your beliefs and often ignore the beliefs of others, you might find yourself taking on a Competing style. By using a Competing style, you gain a quick solution and maintain your self-respect and self-esteem when you're persistent with your beliefs. But you may ruin relationships with your opponents, miss the strengths in their argument, and be exhausted post-conflict.
If you are a TP, you devote extended time to handling conflicts and often play the devil's advocate. You fully analyze all the options and help come up with creative solutions. However, you may overlook the emotional needs of others at times or prolong the conflict for too long.
Since you devote so much time to your conflicts and enjoy brainstorming creative solutions, you might find yourself taking on a Collaborating style. By using a Collaborating style, you come up with win-win solutions, bring in mutual respect and trust, split responsibility equally, and gain a reputation as a good negotiator. But you require more time and energy to get the commitment of all parties.
To be successful with this conflict management style, you should use it only for large-scale decisions with high impact that require the input and agreement of all parties since it's too time-consuming for more minor decisions.
If you are an FJ, you will strive for peace and a cordial end to a conflict. However, your need to end on friendly terms might lead you to end a conflict too early or be upset by those who try to logically analyze and prolong a conflict.
Since you like to keep the peace and end conflicts prematurely at times, you might take on an Avoiding style. By using an Avoiding style, you can give yourself more time to prepare for the issue before diving in. An Avoiding style is a low-stress approach when the conflict seems trivial, but withdrawing from conflict could be interpreted as agreement with the opposing side. It could also ruin a meaningful relationship with someone who needs to talk out conflicts.
To use an Avoiding conflict management style successfully, understand that avoiding a conflict isn't going to maintain harmony. Only use this style when you simply need more time to plan or need to focus on other larger tasks and conflicts first. 59ce067264